Australia’s Fair Work Commission has recently made a notable shift in its approach to work-from-home requests by older employees, reflecting broader considerations about work-related fatigue and changing workforce demographics.
In July, the commission declined a request from Steven Polak, a full-time council employee aged over 55, who sought to reduce his required days in the office from two to one. Polak cited fatigue from commuting as a significant factor affecting his wellbeing. However, the commission sided with Polak’s employer, which argued that high turnover and a shortage of experienced team members justified maintaining Polak’s in-person presence to support business operations.
In contrast, a decision last week granted a similar request from Michele Duffy, a 63-year-old student adviser at Victoria University. Duffy had asked to work from home two days a week to reduce physical fatigue linked to commuting. Although the university maintained that her role required substantial face-to-face interaction with students, the commission ordered that she be allowed to work remotely one day per week. Notably, Duffy was not required to demonstrate a medical condition to receive this accommodation.
The commission’s evolving stance signals a recognition of the cumulative exhaustion experienced by older workers, particularly related to commuting. While previous rulings focused on business needs and operational logistics, the recent decision highlighted the importance of balancing workplace requirements with the tangible impacts of fatigue on employee wellbeing and productivity.
This change comes amid broader societal shifts. Since 2000, the average retirement age in Australia has risen from approximately 53 to nearly 64, reflecting an aging workforce. Additionally, female workforce participation among those aged 60 to 64 has increased significantly over recent decades. As older employees remain active in the labor market longer, their unique needs, including managing physical and cognitive demands, are becoming more prominent in workplace discussions.
The issue also intersects with evolving attitudes toward work-life boundaries. Research has long documented the prevalence of sleep disturbances and fatigue among Australian adults, contributing to workplace errors and diminished productivity. In response, Australia implemented “right to disconnect” legislation in 2024, aimed at protecting workers from the encroachment of work into their personal time.
Despite advancements in technology enabling remote work, many organizations remain anchored to traditional management models that prioritize employee visibility and physical presence. Studies have shown that remote work can maintain or even improve productivity while reducing absenteeism. Nonetheless, remote work can blur the lines between professional and personal life, presenting ongoing challenges for workers and employers alike.
As the workforce ages and expectations evolve, the Fair Work Commission’s recent decisions underscore the need for flexible work arrangements that accommodate both operational demands and employee wellbeing. The commission’s rulings may signal a gradual but important shift toward recognizing the lived realities of older workers and the value of balancing productivity with health considerations.